No employee or applicant
shall be discriminated against in the basis of race, color, national origin,
gender, disability, age, religion, creed, sexual orientation, gender identity,
marital status, and socioeconomic status.
Inquires or grievances related to this policy may be directed to Dr.
Robert Olson, Equity Coordinator, 319 Third Avenue NE, Clarion, Iowa 50525,
phone 515-532-3423, or to the Director o the Office for Civil rights, U.S.
Department of Education, 500 West Madison Street, Suite 1475, Chicago, Illinois
60661.

Suspected Bullying and/or Harassment

Harassment
and bullying of students and employees are against federal, state and local
policy, and are not tolerated by the board. The board is committed to providing
all students with a safe and civil school environment in which all members of
the school community are treated with dignity and respect.

Harassment
of students will not be tolerated by anyone, with anyone, to anyone at anytime1
in the school district. This policy is in effect while students are on school
grounds, school district property, or on property within the jurisdiction of
the school district; while on school owned and/or school operated buses,
vehicles or chartered buses; while attending or engaged in school activities;
and while away from school grounds if the misconduct directly affects the good
order, efficient management and welfare of the school district.

Harassment
prohibited by the district includes, but is not limited to, harassment on the
basis of race, sex, creed, color, national origin, religion, marital status,
disability, sexual orientation, age, gender identity, physical attributes,
physical or mental ability, ancestry, political party preference, political
belief socioeconomic status or familial status. Students, whose behavior is
found to be in violation of this policy, will be subject to the investigation
procedure, which may result in discipline, up to and including, suspension and
expulsion.

Complaint Procedure

A
student who believes he/she has been harassed shall notify the Guidance
Counselor, the designated investigator. The alternate investigator is the
building principal. The investigator may request that the student complete the Harassment
Complaint Form* and turn over evidence of the harassment, including, but
not limited to, letters, tapes, or pictures. Information received during the
investigation shall be kept confidential to the extent possible.

The
investigator, with the approval of the principal, or the principal has the
authority to initiate a harassment investigation in the absence of a written
complaint.

Investigation Procedure

The
investigator shall reasonably and promptly commence the investigation upon
receipt of the complaint. The investigator shall interview the complainant and
alleged harasser. The alleged harasser may file a written statement refuting or
explaining the behavior outlined in the complaint. The investigator may also
interview witnesses as deemed appropriate. Upon completion of the
investigation, the investigator shall make written findings and conclusions as
to each allegation of harassment and report the findings and conclusions to the
principal. The investigator will outline the findings of the investigation to
the principal.

When
appropriate and the preliminary investigation warrants, the Wright County
Sheriff will be designated as an impartial investigator.

Resolution Of The Complaint

Following
receipt of the investigator’s report, the principal may investigate further, if
deemed necessary, and make a determination of the appropriate next step, which
may include discipline up to and including suspension and expulsion.

Prior
to the determination of the appropriate remedial action, the principal may, at
the principal’s discretion, interview the complainant and the alleged harasser.
The principal shall file a written report closing the case and documenting any
disciplinary action taken or any other action taken in response to the
complaint. The complainant, and alleged harasser and the investigator shall
receive notice as to the conclusion of the investigation.

Points To Remember In The Investigation

üEvidence
uncovered in the investigation is confidential

üComplaints
must be taken seriously and investigated

üNo retaliation
will be taken against individuals involved in the investigation process

üRetaliators
will be disciplined up to and including suspension and expulsion

Conflicts

If
the investigator is a witness to the incident, the alternate investigator shall
be the investigator.